USINGAI

Resume review tools can use predictive analysis to determine what candidate profile would be the best fit for an open position and then compare received electronic resumes to find the “best available" candidates. However, if a candidate uses certain words or phrases which may not fit the AI tool's expectations, the candidate will receive a lower evaluation for no real reason.

More concerning are tools which analyze an applicant's personality, knowledge and communication skills using recorded responses to interview questions and facial expressions.

These tools assess a candidate's fit for a job by matching them to a profile of the company's “ideal employee" using appearance, communication skills, speech patterns, body language, and personality. However, some of these tools have been found to be biased, eliminating people of certain genders, races, ethnicities, and disabilities by giving lower scores for factors that do not

Continued from page 31 match the “ideal" parameters in the programming such as facial structure, accents, hairstyle, or wearing glasses or head coverings.

Regulations on the use of these tools are already in place. On April 25, four federal agencies the U.S. Equal Employment Opportunity Commission (EEOC), Department of Justice (DOJ), Consumer Financial Protection Bureau (CFPB), and Federal Trade Commission (FTC) issued a joint statement addressing the concerns about AI and its potential impacts.

The statement covered several topics, including defining AI, acknowledging its potential positive uses and negative impacts, highlighting potential areas for discrimination, and affirming each agency's commitment “…to monitor the development and usage of automated systems and promote responsible innovation…" as well as “ … pledge to vigorously use our collective authorities to protect individuals' rights regardless of whether